Organizations not trust without teamwork. Organizational development is an

must use concepts that can create profit for the organization. Some of those
concepts are based on the Human Relations theory that we’ve read about in
Tompkins book. The human relations approach to organizational management is an
approach that shapes loyalty by rewarding employee efforts, taking them into
account during decision making, by creating professional growth, and by increasing
communication with a less controlling horizontal hierarchal structure. Loyal
employees give advantages to organizations. The organizational culture filled
with loyal employees creates an integrated organization. It brings all parties
of the organization, from all levels, into a participated leadership style
where upper management is working together with its loyal employees trying to
solve the organizational problems. An organization with loyalty brings power to
the employee with the ability to influence other employees with the same
commitment and interest that favors the organization. An organization with
loyalty creates an organization where the employees can function independently
and develop a participated style of leadership where loyal employees produce the
best that they can produce. Management has developed trust and confidence towards
the loyal employee and believes that the employee has considerable knowledge to
accomplish its task for the greater good of the organization. Participated
style and loyalty go hand-in-hand, the employees’ morale increases because
employees contribute to the decision-making process. It causes them to feel as
if their opinions matters, therefore continuing to boost loyalty in the

development is centered on humanistic values try to improve the effectiveness
of the organization and the betterment of the employees. The changes that
organizations develop and act upon have a focus on improving the quality of
human relations. The values that are emphasized are trust, participation,
collaboration, and equality. These values are linked to the development of
building loyal employees. Employee loyalty in an organization is a byproduct
virtuous organizational development. Collaboration and trust within the
organization bring about commitment and eventually lead to loyalty. There is no
loyalty without commitment, there is no commitment without trust, and there is
not trust without teamwork. Organizational development is an instrument that is
excellent in producing loyal employees and ultimately greater efficiency and

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An employee in an
organization can be perceived as a flower, if the flower is not nourished with
water, air, sun, and good soil it will not grow and survive. It is the same for
the employee, if the employee is not nourished with fair pay, motivation, power,
and support in its goals/career plan, it will not survive and grow in the
organization. Well-nourished employees give rise to loyal employees. Similarly,
employees deprived of their nourishment (fair pay, motivation, power, and
support in its goals/career plan) will produce disgruntled employees who create
disadvantages for the organization. The performance and the productivity of an
unhappy employee creates unhappy relationships that can spread quickly to other
employees and forming an environment with negative energy and disgruntled
employees. Loyal employees have advantages for organizations but it also
emanates with its own disadvantages.